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What’s an efficient way to develop relevant skills and knowledge that employees need to succeed? For many organizations, the answer is to hire a training manager — and recent research suggests this benefits both company and employees. According to an online survey by the , “55% of workers said they need more training to perform their job more effectively.” What do training managers do and what skills do they need?

A training manager is a human-resource professional who designs, administers and supervises training programs for employees in organizations across multiple industries. These programs serve to bridge the gap between the objectives of organizations and their employees’ current capabilities, but they can also potentially boost employee performance and productivity.

As a result, these managers can become indispensable to an organization’s evolution — and to assisting employees’ individual growth. They can also create training initiatives to ensure smooth transitions when an organization alters its structure or introduces new technology. Overall, they’re strong analysts and make keen observations that can pinpoint needs of an organization, and then develop programs to confirm that employees are well-prepared and that those needs are met.

Their primary duties and responsibilities include:

• Assessing employee-training needs based on organizational metrics, skill gaps and job requirements
• Developing cost-effective programs
• Conducting or overseeing the training (e.g., interactive employee sessions, workshops, courses for certification)
• Evaluating the program specialists and overall training operations
• Maintaining records of training activities, monitoring compliance and staying up to date with legal stipulations
• Providing support, coaching and guidance to employees, and recommending opportunities for mentorship and collaboration
• Working with executives and accountants to stick to training budgets
• Remaining aware of innovations and technologies

This job sometimes goes beyond skills training to help cultivate a positive and adaptable workplace culture that enhances employee satisfaction and engagement. Some programs may require strategic partnerships with industry experts to provide the latest best practices, especially within niche markets. Examples are bringing in a motivational speaker or inviting certain teams to participate in a workshop with a new technology’s representative.

Ultimately, the goals — and importance — of this position vary. The role can help organizations improve job performance, reduce turnover and adhere to regulations in order to avoid violations or penalties. Structural and technological changes coming for all industries through the use of AI will ensure a need for continually reskilling and upskilling workers.

Becoming a training manager may be a path for anyone already working in human resources or a related field, as well as those looking to make a career change.

The demand for employee development and training extends across sectors, from local and national government to manufacturing, healthcare, academics, tech and engineering.

Corporate training is just one approach to training employees, as various corporations want to foster a strong learning environment. These programs can cover aspects such as upgrading technical skills, maintaining a competitive edge in a particular market, or refreshers or updates on industry regulations.

There are other approaches too. For instance, government agencies may need managers to train public servants on ethical issues or budget management; hospitals and clinics may need to update their staffs on how to use new medical devices; manufacturers may need to provide crash courses on safety protocols and on how to operate new machinery; and educational institutions may want to devise new systems to revamp the student-learning experience.

In addition, as a training professional progresses in this role, there may be opportunities to modernize or improve training programs by adopting methods for adult learners rather than for kids and adolescents. This is known as andragogy, a theory coined by German teacher Alexander Kapp and later popularized by American educator Malcolm Knowles.

For example, the previously mentioned SHRM survey also found that “32% [of workers] want training to have a social element, such as peer-to-peer learning or learning groups” and that “38% want training that is more relevant to their current role.”

While hardly a majority mandate, these percentages indicate opportunities to think creatively about how to best train today’s professional workforce.

Eventually, trainers may even advance into specializations, such as:

• Compliance training
• Industry-tailored training
• Leadership development
• Professional development through e-learning

Candidates need several marketable skills to become a proficient training manager.

First and foremost, superior communication skills are crucial. A trainng manager needs to convey information to all trainees and stakeholders, including higher-ups, clearly and efficiently. Public-speaking skills will definitely help too as training managers likely have to deliver presentations and training materials in ways that allow employees to readily absorb the information. And solid interpersonal skills to establish bonds between a training manager and employees can’t hurt either.

In addition, a set of well-honed problem-solving skills and analytical capabilities will help in assessing training needs, using data to make informed decisions and address issues that arise during training.

Ability in leadership, team management and collaboration is also essential. Think about it: a training manager might have several employees under their training purview, and they may already be overworked and not motivated to work on training exercises. a manager needs to be able to inspire, energize and encourage them to engage in training modules so that the organization sees results.

Finally, a working knowledge of learning theories, instructional design and training methodologies, as well as technical familiarity with digital tools, will be helpful.

Between 2025 and 2035, the U.S. Bureau of Labor Statistics (BLS) expects a for the field of development and training managers, which is an average of about 4,100 openings for training and development managers each year, over the decade.

At most organizations, BLS adds, “employees are required to take continuing education and skill-development courses throughout their careers, creating demand for workers who develop and provide training materials. Innovations in training methods and learning technology are expected to continue throughout the decade, particularly for organizations with remote workers” — and that may include social media and mobile-learning elements.

BLS also mentions that the biggest employers in this field include those in professional, scientific and technical services; management of companies and enterprises; finance and insurance; healthcare and social assistance; and educational services.

As of May 2025, training managers earned according to BLS.

Salary ranges are not specific to students or graduates of �鶹��ý. Actual outcomes vary based on multiple factors, including prior work experience, geographic location and other factors specific to the individual. �鶹��ý does not guarantee employment, salary level or career advancement. BLS data is geographically based. Information for a specific state/city can be researched on the BLS website.

BLS Occupational Employment Projections, 2025-2035 is published by the U.S. Bureau of Labor Statistics. This data reflects BLS’ projections of national (not local) conditions. These data points are not specific to �鶹��ý students or graduates.

Those interested in a career in training can take different routes to prepare for a managerial position, but BLS indicates some positions require a bachelor’s degree, and possibly a master’s. The skills section in this article outlines the kind of work experience to aim for, either through internships or entry-level positions.

Also consider the following steps:

1.     Do research on the industry or type of organization to work in and then decide on the degree or degrees needed to best prepare for that company or role.

2.     Take on jobs that give experience in management, teaching or human resources. Do due diligence when it comes to organizational cultures at a variety of workplaces, and make a list of the training approaches that may fit within those places.

3.     Look into getting a master’s that focuses on adult education, as there may be organizations that prioritize a candidate who has both an advanced degree and one that’s within education. This master’s may encompass courses on the foundations of adult learning theory; organizational communication for adult education and training; curriculum theory and instructional design; multicultural strategies for adult learners; facilitating online learning; and social media for professional learning.

4.     Obtain relevant industry certifications.

5.     Attend conferences (e.g., Corporate Learning Week, Association for Talent Development International Conference & Expo), and build a professional network in the training industry.